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From BLR
With more and more organizations laying
off staff, slashing budgets, and reorganizing departments
in an attempt to cut costs and increase cash flow, many company
leaders struggle as they attempt to do more with less. But
in their quest for increasing productivity and maximizing
talent, organizations can end up losing key employees. So
rather than do more with less, leaders today need to do more
with more – more interaction with employees, more communication,
more partnering, and more coaching. Only then can they create
the work environment necessary for increased productivity
and employee loyalty.
Effective leadership is always the key
element in motivating and retaining staff. The studies prove
it. Whenever employees are asked to identify why they left
a company, “lack of leadership” is often cited
among the top five reasons. In order for employees to want
to contribute, they must feel that they know where the company
is going and that it’s strategically strong. Strong
leaders instill these beliefs.
In order to help your managers and executive level employees
lead effectively so they can motivate and retain key talent,
coach them to employ the practices listed below. Doing so
will enable you to create a work environment that gets employees
excited about the company and eager to produce results.
Just like the company, each employee needs a clear focus,
especially during uncertain times. When employees see the
economy turn sour or cutbacks occur, they naturally fear any
change that could affect their own future. To keep those fears
from surfacing, continually communicate with your employees
and state your expectations of them. Tell them what you want,
what they did right, what you expect of them, and how you
will measure their progress.
Share the organizational vision and goals
so employees understand the big picture. Realize that your
team members want to know where the organization is going
and how that direction affects their personal objectives.
As events and circumstances change, communicate that to them
as well. The more you reveal to your employees, the more leadership
they’ll feel that they have.
When resources get tight, respect within an organization can
decline, causing some leaders to show a lack of concern for
the time and needs of their employees. As you ask employees
to produce more, stay attuned to their need for life balance,
as many people are sensitive to keeping work life, home life,
and community life in balance. They may stay up all night
to finish a project, but over the long term they won’t
sacrifice family and friends for the sake of their jobs. To
respect employees’ time, consider flexible work schedules.
This could include longer workdays and shorter workweeks.
Be creative about building in the flexibility.
Another great way to show respect is to
get creative with your benefit plan. Employees may have more
sophisticated needs in this area than you thought possible.
For example, some companies now offer shopping services, adoption
reimbursement, and even pet care and pet insurance for employees.
When people feel respected, they’ll be more loyal over
the long term.
Employees today want more than just a job. They want to contribute
to the big picture and help the company sustain itself through
the tough times. Therefore, leaders need to provide challenging
and meaningful work assignments that stimulate their employees.
When employees feel bored, their motivation declines and they
lose focus on how their work fits into the big picture. Delegate
meaningful work whenever possible so employees can learn something
new and feel challenged.
Additionally, provide regular development
and learning opportunities. These could include formal training
(when money permits) and mentoring opportunities from within
the organization. Employees want to be marketable, so when
you give them opportunities to increase their skills and showcase
their talents, they’ll have a strong desire to stay
with the company.
Recognize and celebrate even the small accomplishments, as
praise and recognition inspire people to increase productivity.
Employees appreciate spontaneous and positive recognition
along the way instead of delayed recognition during a performance
review. However, as you give praise and recognition, consider
the receiver. Although praise is a great motivator, some people
prefer to receive praise privately, while others like it publicly.
Also, give varied and frequent rewards employees can enjoy.
Again, consider the receiver; some may appreciate theater
or sporting event tickets, while others may like an afternoon
off from work.
One simple way to give praise and recognition
is with a simple “thank you.” It can be done in
a moment in the hallway, by phone, or during a drop-in visit.
“Thank you” is a powerful phrase that can make
a person feel appreciated and valued. Whatever you choose
to do, remember that rewards and recognition are great motivators,
so use them freely.
To keep morale high, coach and facilitate every day. The “I
tell/you do” method of management simply does not work
for motivating and retaining people. Instead, become a coach
to your people and encourage them to try things their own
way. Allow for mistakes to happen, as mistakes are often our
greatest learning opportunities. When people know that mistakes
are understood as a part of the experience, they’ll
be more creative and take more risks. When you need to correct
employees, do so constructively by offering information on
ways they can improve, attain, and surpass desired results.
Most people are grateful for constructive feedback. It shows
that you’re paying attention to their progress.
In addition to coaching from management,
suggest that team members coach each other. The encouragement,
teaching, and support increase dramatically when all team
members provide it. As a side benefit, internal coaching costs
the company very little, yet it produces significant results.
While the above guidelines won’t guarantee that valuable
employees will stay with you through good times and bad, they
do increase your chances for leading, motivating, and retaining
key people when your company needs them the most. By partnering
with your employees and creating a work environment that’s
enjoyable, meaningful, and focused, your company can accomplish
great results, even during uncertain times.
Joanne G. Sujansky, Ph.D., CSP, is
the author of six books, including The Keys to Conquering
Change. Her company, located in Pittsburgh, PA, has been helping
leaders to increase productivity and inspire loyalty for over
25 years. She can be reached at (724) 942-7900 or at www.joannesujansky.com.
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